DEPLOYING TALENT INTERVENTIONS

Executive Summary

1.     This briefing examines different talent interventions through five themes – challenging talent assumptions, sourcing and selecting talent, learning and personal growth, building motivation and loyalty, and the challenges faced in this aspect of talent management. A summary of Key Learning Points is provided to guide executive thinking.

2.     In considering talent interventions, organizations need to rationalize their talent focus and determine whether the practices introduced are strategic, operational or tactical. Barriers to progress may include financial constraints, resources, practitioner horizons, the status quo and process limitations. Rethinking HR processes in relation to talent management may be a significant opportunity.

3.     Sourcing appropriate, and the best possible, talent is a particular challenge affected by different factors. Economic downturn, cyclical shortages, volatile labour markets and competing for the same talent across several sectors, are four. In some organizations, employee referrals, or recommendations, are a major source of talent. Examples show how the recruitment process can be improved.

4.     Though most organizations provide training, learning and career development to improve performance and personal growth, the most effective interventions are integrated into a holistic approach. Defining a 'growth imperative' will help evaluate, select and deploy interventions. Studies and advisers provide guidance on the business outcomes of growth initiatives.

5.     A critical issue that often cuts across 'pure' recruitment and retention strategies is how organizations can build motivation, commitment, employee loyalty and, therefore, beneficially affect turnover rates. Different levers are detailed, mainly involving cultural, work environment and employment practices, which tend to be organization-specific. A crucial decision is to determine which loyalty levers cause the greatest effect on retention and business well-being.

6.     Challenges will have to be faced in deploying talent interventions, not least over the quality, depth and range of those chosen. Key is to establish the driver of an intended practice, its purpose and the perceived outcome. Also, talent interventions need to be carefully planned and then phased for delivery. An underpinning issue is to ensure that any efforts keep the organization 'talent competitive' in providing ongoing advantages against other employers.

7.     A case study, case reports and advisers provide a range of experiences for the issues above, including Key Talent Propositions and Practices. The organizations featured are Getty Images Inc, Manpower plc, Ogilvy Public Relations Worldwide, Remedy Corporation, Seattle Police Department and Southwest Airlines.

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